Talent Acquisition Coordinator

Title : Talent Acquisition Coordinator

Department : Human Assets

Reports To : AVP, Talent Acquisition Manager

Supervises : N / A

Job Classification : Full-time, Exempt

HOPE Overview

Recognized as one of the largest, and most successful Black and Women owned credit unions in the nation, HOPE continues to build its brand and impact by expanding access to financial services and engaging in advocacy to mitigate the extent to which factors such as race, gender, birthplace and wealth limit one’s ability to prosper.

Since 1994, HOPE has generated more than $3.6 billion in community development financing that has benefitted more than 2 million people in Alabama, Arkansas, Louisiana, Mississippi, Tennessee and nationwide.

This work has supported small business owners struggling to gain access to capital, families seeking to own homes and individuals looking for a better way to manage their hard-earned money with a financial institution they can trust.

This work has not gone unrecognized.

In 2022, HOPE was named one of Fast Company’s 10 most innovative companies reflecting current events. The recognition honors companies for innovative work on the most pressing issues of the day including COVID-19 response, the climate crisis, mental health and economic inequality.

About the Role

We're seeking a Talent Acquisition Coordinator to join our team, responsible for managing the recruitment process from start to finish.

This role will be responsible for coordinating interviews, conducting pre-employment checks including background and drug screens, initiating the onboarding process, and verifying I-9 documents.

The ideal candidate will possess strong organizational skills, attention to detail, and a proactive approach to talent acquisition.

Responsibilities

• Collaborating with HR, IT, facilities, and other relevant departments to ensure a smooth and seamless onboarding experience for new employees.
• Coordinate and conduct new employee orientation sessions to ensure a positive and informative onboarding experience.
• Act as a point of contact for new hires, addressing any questions or concerns they may have during the onboarding process.
• Collaborate with IT and other departments to ensure new employees have the equipment they need from day one.
• Facilitate the offboarding process for departing employees, ensuring a smooth transition.
• Organizing orientation sessions to familiarize new employees with company policies, culture, and procedures.
• Collecting and maintaining all necessary new hire paperwork, including employment contracts, tax forms, and company policies.
• Collaborating with department heads and trainers to schedule and facilitate training sessions for new employees.
• Verifying the completion of required pre-employment checks, such as background checks and drug screenings, and ensuring compliance with legal requirements.
• Overseeing the completion of Form I-9 and verifying the authenticity of documents provided by new hires to establish identity and eligibility to work in the United States.
• Providing ongoing support to new hires by addressing any questions or concerns they may have during the onboarding process.
• Support coordination and alignment for recruitment events
• Other duties as assigned

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• 2-3 years of experience in HR or talent acquisition related role, with a focus on recruitment and onboarding activities.
• Proven experience in conducting pre-employment checks, including background and drug screenings.
• Proficiency in HRIS and Applicant Tracking Systems (ATS).

Competencies / Skills

• Strong computer skills, including Microsoft Office Suite (Word, Excel, Outlook).
• Understanding of employment laws and regulations related to recruitment and onboarding.
• Familiarity with I-9 verification processes and compliance requirements.
• Excellent verbal and written communication skills.
• Strong organizational and time management abilities.
• Attention to detail and accuracy in handling candidate information and documentation.
• Ability to manage multiple tasks and prioritize effectively in a fast-paced environment.
• Strong interpersonal skills and the ability to build relationships with candidates and internal stakeholders.
• Problem-solving skills and the ability to handle issues promptly and effectively.
• Customer service orientation with a focus on providing a positive candidate experience.
• Ability to analyze recruitment metrics and data to inform decision-making and improve strategies.
• Project management skills to plan, execute, and manage recruitment initiatives.
• Ability to handle sensitive information with discretion and maintain confidentiality.
• Demonstrated ability to work collaboratively within a team and contribute to a positive team environment.

Work Environment

• Employee spends much of the time in the office environment, generally accessible to internal colleagues and external customers
• Noise level in the work environment is usually moderate
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

Physical Demands

• Employees are regularly required to sit, stand and walk
• Employee will use hands to finger, handle or feel, reach, with hands and arms, and talk or hear
• Employee must regularly lift and / or move up to 10 pounds and frequently lift and / or move up to 25 pounds
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential function

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)